Human Resource Training (etd) And Organizational Performance In Scoa Nigeria Plc.

CHAPTER FIVE
SUMMARY, FINDINGS, CONCLUSIONS AND RECOMMENDATION
5.1    INTRODUCTION
In this chapter, we summarize the main activities of this research. This chapter also intends to present summary of major findings from the theoretical and empirical investigation carried out in the area of Human resources training and development. A case study of influence of human resource training and development in SCOA Nigeria Plc.
5.2    SUMMARY
This research work started with background of the study and objective of study in relation to the human resource training and development activities in SCOA Nigeria Plc.
In suggesting solution to problem definition, the researcher follows theoretical and empirical investigation. Theoretical relates to literature review in chapter II, while empirical investigation is presented in chapter III. The result of chapter III is presented in chapter IV, that is, Data presentation and analysis.
5.3    FINDINGS
🠹 SCOA Nigeria Plc has special training programs for the managers which improve the decision making skills of the managers. Though, external resource personnel are not used.
🠹 Employee participation in the training and development program improve their commitment and motivation.
🠹 These training and development programs affect organizational performance, promotion and increment in salary.
🠹 The training programs are not adequately financed. Thus, it cannot be said that the training programs are of quality and thus effective to achieve its aim.
🠹 SCOA Nigeria Plc does not have organizational development activities so as to ensure cohesion and growth in the organization in the quest to attain its objectives.
🠹 The organization does not commit adequate resources for quality training in terms of the personnel used – internal and external as well.
🠹 SCOA Nigeria plc perform diverse role that are important for the growth and development of the country.
🠹 The organization has been profitable over the years except in recent years where it has accumulated losses as a result of economic factors.
🠹 Training involves a learning process in which experience is gained. It is expected that this should attract promotion on the trained staff having transferred these learnt skills on their job and inclusively, their salary increased but this is not so.
5.4    CONCLUSION
Human resources training and development is so important to an organization. Attention must be paid to other staff whose training needs are not been met so as to improve their skills and ability to achieve the stated goal, and enhance organizational performance alongside other staffs who are beneficiaries to the existing training programs.
5.5    RECOMMENDATION
Based on the findings from this study, the following recommendations are made.
1.    Training and development strategies should be meted out effectively to the managers so as to improve their interpersonal skills, decisional skills and informational skills by way of employing external resource personnel as well.
2.    These programs should also hold true for all staff in the organization so as to train staff towards adapting to new technologies, markets etc.
3.    Constant improvement in human resources training and development should include well stated training objectives and adequate funding of the training program so as to give the staff the best they need.
4.    Training and development strategies and practices should be as dynamic as possible to meet the ever challenges of organization.
5.    Human resource training and development should continue to be adapted to career needs of employees in organization.